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Mar, 2009 by <a href="http://careerjolt.net/author/admin/" title="Posts by admin">admin</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/effort-vs-production-%e2%80%94-getting-people-on-the-correct-page/#comments">1</a> </div> </div> <p>You have to love people who give 100 percent all the time. Athlete’s call it “leaving it all on the field.” There’s nothing left in the tank. You did everything you could to deliver the winning results.</p> <p>Sometimes people in our organizations give this level of effort, and still fail.</p> <p>What if a worker tries as hard as humanly possible, but fails on a regular basis? What should you as a leader do?</p> <h4 class="continue"><a href="http://careerjolt.net/effort-vs-production-%e2%80%94-getting-people-on-the-correct-page/">Continue Reading</a></h4> </div>     <div class="block"> <a title="Permanent Link to It’s a Great Time For Boomers" href="http://careerjolt.net/its-a-great-time-for-boomers/"><img src="http://careerjolt.net/wp-content/themes/busybee/thumb.php?src=http://careerjolt.net/wp-content/uploads/2009/03/boomerhappy.jpg&h=88&w=88&zc=1&q=95" alt="It’s a Great Time For Boomers" class="thumbnail alignleft" /></a> <div class="post-title"> <h3><a href="http://careerjolt.net/its-a-great-time-for-boomers/" rel="bookmark" title="It’s a Great Time For Boomers">It’s a Great Time For Boomers</a></h3> <p class="post-details">Posted on 04. Mar, 2009 by <a href="http://careerjolt.net/author/admin/" title="Posts by admin">admin</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/its-a-great-time-for-boomers/#comments">1</a> </div> </div> <p>If you’re in the Baby Boomer generation I hope you feel the way I do — that it’s a great time to be in the workforce.</p> <p>Sure, some changes are more difficult than others to accept, and technology can be a challenge, but the generational makeup is in our favor.</p> <p>Jerry, reduce dosage</p> <p>I can hear some people say, “Don’t abuse your prescription medicine, are you crazy — the generational makeup is against us.”</p> <p>Well, it would be if the Gen Y (aka Millennials, Gen “We”) crowd was more like the Gen X-ers, but in reality they’re more like Boomers.</p> <h4 class="continue"><a href="http://careerjolt.net/its-a-great-time-for-boomers/">Continue Reading</a></h4> </div>  <div class="fix"></div>    <div class="block"> <a title="Permanent Link to Consistent Feedback is Important to All Workers" href="http://careerjolt.net/consistent-feedback-is-important-to-all-workers/"><img src="http://careerjolt.net/wp-content/themes/busybee/thumb.php?src=http://careerjolt.net/wp-content/uploads/2009/03/howamidoing2.jpg&h=88&w=88&zc=1&q=95" alt="Consistent Feedback is Important to All Workers" class="thumbnail alignleft" /></a> <div class="post-title"> <h3><a href="http://careerjolt.net/consistent-feedback-is-important-to-all-workers/" rel="bookmark" title="Consistent Feedback is Important to All Workers">Consistent Feedback is Important to All Workers</a></h3> <p class="post-details">Posted on 03. Mar, 2009 by <a href="http://careerjolt.net/author/admin/" title="Posts by admin">admin</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/consistent-feedback-is-important-to-all-workers/#comments">1</a> </div> </div> <p>In a world that has been reshaped by instant communications via texting and 24/7 social networks, the mere thought of sitting down with a worker once every six or 12 months to provide an evaluation of their progress is nothing short of bizarre.</p> <p>Everybody knows that a performance review (PR) is a requirement, and is used for not just documenting progress and some planning, it is also a device to justify…</p> <h4 class="continue"><a href="http://careerjolt.net/consistent-feedback-is-important-to-all-workers/">Continue Reading</a></h4> </div>     <div class="block"> <a title="Permanent Link to Stop Pigeonholing Workers — Learn More" href="http://careerjolt.net/stop-pigeonholing-workers-%e2%80%94-learn-more/"><img src="http://careerjolt.net/wp-content/themes/busybee/thumb.php?src=http://careerjolt.net/wp-content/uploads/2009/02/resumeapplication1.jpg&h=88&w=88&zc=1&q=95" alt="Stop Pigeonholing Workers — Learn More" class="thumbnail alignleft" /></a> <div class="post-title"> <h3><a href="http://careerjolt.net/stop-pigeonholing-workers-%e2%80%94-learn-more/" rel="bookmark" title="Stop Pigeonholing Workers — Learn More">Stop Pigeonholing Workers — Learn More</a></h3> <p class="post-details">Posted on 28. Feb, 2009 by <a href="http://careerjolt.net/author/admin/" title="Posts by admin">admin</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/stop-pigeonholing-workers-%e2%80%94-learn-more/#comments">0</a> </div> </div> <p>How many managers hire someone for a specific set of tasks and then forget that they hired a whole human being who is full of undocumented skills and capabilities?</p> <p>Answer: Too many.</p> <p>And we lose a big advantage as a result.</p> <p>Why do we pigeonhole people?</p> <p>When we hire people we conduct the interview(s) and scan the resumé for red flags, but we probably don’t go very much in depth with them, learning what else they can do. I think this is fumbling…</p> <h4 class="continue"><a href="http://careerjolt.net/stop-pigeonholing-workers-%e2%80%94-learn-more/">Continue Reading</a></h4> </div>  <div class="fix"></div>    <div class="block"> <a title="Permanent Link to For Zen Habits Readers…Some Afterthoughts" href="http://careerjolt.net/for-zen-habits-readerssome-afterthoughts/"><img src="http://careerjolt.net/wp-content/themes/busybee/thumb.php?src=http://careerjolt.net/wp-content/uploads/2009/02/seedsofsuccess.jpg&h=88&w=88&zc=1&q=95" alt="For Zen Habits Readers…Some Afterthoughts" class="thumbnail alignleft" /></a> <div class="post-title"> <h3><a href="http://careerjolt.net/for-zen-habits-readerssome-afterthoughts/" rel="bookmark" title="For Zen Habits Readers…Some Afterthoughts">For Zen Habits Readers…Some Afterthoughts</a></h3> <p class="post-details">Posted on 21. Feb, 2009 by <a href="http://careerjolt.net/author/admin/" title="Posts by admin">admin</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/for-zen-habits-readerssome-afterthoughts/#comments">13</a> </div> </div> <p>Welcome to the Zen Habits readers who clicked over after reading my post on Five Strategies For Surviving a Tough Boss.</p> <p>Since finishing that article I’ve been thinking how the problem could be avoided from the very beginning. Would it be possible to create an environment where your manager would know — right from the start — that you would not be an easy target for unfair treatment or aggression?</p> <p>There is. Like anything else, it will take some work but…</p> <h4 class="continue"><a href="http://careerjolt.net/for-zen-habits-readerssome-afterthoughts/">Continue Reading</a></h4> </div>     <div class="block"> <a title="Permanent Link to Force Leadership on People When You Have to" href="http://careerjolt.net/force-leadership-on-people-when-you-have-to/"><img src="http://careerjolt.net/wp-content/themes/busybee/thumb.php?src=http://careerjolt.net/wp-content/uploads/2009/02/nervouswoman2.jpg&h=88&w=88&zc=1&q=95" alt="Force Leadership on People When You Have to" class="thumbnail alignleft" /></a> <div class="post-title"> <h3><a href="http://careerjolt.net/force-leadership-on-people-when-you-have-to/" rel="bookmark" title="Force Leadership on People When You Have to">Force Leadership on People When You Have to</a></h3> <p class="post-details">Posted on 21. Feb, 2009 by <a href="http://careerjolt.net/author/admin/" title="Posts by admin">admin</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/force-leadership-on-people-when-you-have-to/#comments">1</a> </div> </div> <p>Imagine that you own a business and have poured years into the development of a successor, but the closer you get to the transition of power this person shows only moderate interest in assuming the leadership role.</p> <p>Add in that this is a family member so the thought of developing another person, just in case the heir apparent changed his/her mind, was an option seldom considered at all.</p> <p>Yet, here you are at a time when you figured you would have your plan solidly in place and you could prepare for the next stage of your career and life — and it’s not even close.</p> <p>What would you do?</p> <h4 class="continue"><a href="http://careerjolt.net/force-leadership-on-people-when-you-have-to/">Continue Reading</a></h4> </div>  <div class="fix"></div>    <div class="block"> <a title="Permanent Link to New Office Etiquette: Ear Buds (and the greater meaning)" href="http://careerjolt.net/new-office-etiquette-ear-buds-and-the-greater-meaning/"><img src="http://careerjolt.net/wp-content/themes/busybee/thumb.php?src=http://careerjolt.net/wp-content/uploads/2009/02/ear-buds.jpg&h=88&w=88&zc=1&q=95" alt="New Office Etiquette: Ear Buds (and the greater meaning)" class="thumbnail alignleft" /></a> <div class="post-title"> <h3><a href="http://careerjolt.net/new-office-etiquette-ear-buds-and-the-greater-meaning/" rel="bookmark" title="New Office Etiquette: Ear Buds (and the greater meaning)">New Office Etiquette: Ear Buds (and the greater meaning)</a></h3> <p class="post-details">Posted on 12. Feb, 2009 by <a href="http://careerjolt.net/author/admin/" title="Posts by admin">admin</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/new-office-etiquette-ear-buds-and-the-greater-meaning/#comments">3</a> </div> </div> <p>Every day I go into the office I learn something new. Today was an office etiquette lesson.</p> <p>Our admin manager is under 30, and I’m not sure if she’s a very young Gen Xer or an old Gen Y (aka Millennial, Gen “We”); while her assistant is definitely a Y. Two very nice young women, and both adding value to our company.</p> <p>Like most other offices they sit right at the front and greet any guests who come in, but in our case there are few visitors and the bulk of their work is a mixture of tasks that the rest of the team requires. Much of this is database work and both like to plug ear buds into iTunes, and do the job with…</p> <h4 class="continue"><a href="http://careerjolt.net/new-office-etiquette-ear-buds-and-the-greater-meaning/">Continue Reading</a></h4> </div>     <div class="block"> <a title="Permanent Link to What Does Leadership Look Like?" href="http://careerjolt.net/what-does-leadership-look-like/"><img src="http://careerjolt.net/wp-content/themes/busybee/thumb.php?src=http://careerjolt.net/wp-content/uploads/2009/02/leadershipconductor.jpg&h=88&w=88&zc=1&q=95" alt="What Does Leadership Look Like?" class="thumbnail alignleft" /></a> <div class="post-title"> <h3><a href="http://careerjolt.net/what-does-leadership-look-like/" rel="bookmark" title="What Does Leadership Look Like?">What Does Leadership Look Like?</a></h3> <p class="post-details">Posted on 10. Feb, 2009 by <a href="http://careerjolt.net/author/admin/" title="Posts by admin">admin</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/what-does-leadership-look-like/#comments">1</a> </div> </div> <p>What does leadership look like?</p> <p>Susan Mazza recently asked that question in her blog, Random Acts of Leadership. In seeking the best definition of leadership, she concluded that “it does not exist.”</p> <p>For me, leadership is a …</p> <h4 class="continue"><a href="http://careerjolt.net/what-does-leadership-look-like/">Continue Reading</a></h4> </div>  <div class="fix"></div>    <div class="block"> <a title="Permanent Link to Do We Really Know How Our Workers Interpret Us?" href="http://careerjolt.net/do-we-really-know-how-our-workers-interpret-us/"><img src="http://careerjolt.net/wp-content/themes/busybee/thumb.php?src=http://careerjolt.net/wp-content/uploads/2009/02/doesnotwork.jpg&h=88&w=88&zc=1&q=95" alt="Do We Really Know How Our Workers Interpret Us?" class="thumbnail alignleft" /></a> <div class="post-title"> <h3><a href="http://careerjolt.net/do-we-really-know-how-our-workers-interpret-us/" rel="bookmark" title="Do We Really Know How Our Workers Interpret Us?">Do We Really Know How Our Workers Interpret Us?</a></h3> <p class="post-details">Posted on 08. Feb, 2009 by <a href="http://careerjolt.net/author/jerry-roberts/" title="Posts by Jerry Roberts">Jerry Roberts</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/do-we-really-know-how-our-workers-interpret-us/#comments">1</a> </div> </div> <p>Would you talk to your work team differently if you knew that each point you deliver was instantly placed in one of two categories: Acceptance or disbelief?</p> <p>According to research that Google has done in how people process advertising, this seems to be exactly what we face when trying to motivate our team.</p> <p>I recently viewed a video of an interview with Dr. Vinton Cerf, Google VP and Chief Internet Evangelist, where he discussed how people make the distinction between valuable information and advertising…</p> <h4 class="continue"><a href="http://careerjolt.net/do-we-really-know-how-our-workers-interpret-us/">Continue Reading</a></h4> </div>     <div class="block"> <a title="Permanent Link to You Can’t Scare Workers Into Long Term High Performance" href="http://careerjolt.net/you-cant-scare-workers-into-long-term-high-performance/"><img src="http://careerjolt.net/wp-content/themes/busybee/thumb.php?src=http://careerjolt.net/wp-content/uploads/2009/01/bossyellingatworker.jpg&h=88&w=88&zc=1&q=95" alt="You Can’t Scare Workers Into Long Term High Performance" class="thumbnail alignleft" /></a> <div class="post-title"> <h3><a href="http://careerjolt.net/you-cant-scare-workers-into-long-term-high-performance/" rel="bookmark" title="You Can’t Scare Workers Into Long Term High Performance">You Can’t Scare Workers Into Long Term High Performance</a></h3> <p class="post-details">Posted on 27. Jan, 2009 by <a href="http://careerjolt.net/author/jerry-roberts/" title="Posts by Jerry Roberts">Jerry Roberts</a>.</p> <div class="comment-cloud"> <a href="http://careerjolt.net/you-cant-scare-workers-into-long-term-high-performance/#comments">0</a> </div> </div> <p>Woe is Bill. You see, he’s a manager who is stuck in the 1960s and who believes that you can get workers to perform at a high level if they’re fearful of losing their jobs.</p> <p>While Bill has worked for several companies in his career as a hotel food and beverage manager, he still buys in to the 1960s employment scenario. He still thinks he can strongarm workers and scare them into performing up to expectations. Bill suffers from …</p> <h4 class="continue"><a href="http://careerjolt.net/you-cant-scare-workers-into-long-term-high-performance/">Continue Reading</a></h4> </div>  <div class="fix"></div> </div>  <div class="more_entries wrap"> <div class='Nav'><a href="http://careerjolt.net/" ><strong>«</strong></a> <a href="http://careerjolt.net/">1</a> <strong class='on'>2</strong> <a href="http://careerjolt.net/page/3/">3</a> <a href="http://careerjolt.net/page/3/" ><strong>»</strong></a></div> </div> </div> </div> <div class="col-right">  <div id="sidebar">  <div id="widgetized"> <div id="search_main" class="block"> <form method="get" id="searchform" action="http://careerjolt.net"> <div> <input type="text" class="field" name="s" id="s" value="Enter keywords..." onfocus="if (this.value == 'Enter keywords...') {this.value = '';}" onblur="if (this.value == '') {this.value = 'Enter keywords...';}" /> <input type="image" src="http://careerjolt.net/wp-content/themes/busybee/styles/blue/img_search.gif" class="submit" name="submit" /> </div> </form> </div> </div>  <div id="tabs" class="block"> <ul id="idTabs" class="wrap tabs"> <li><a href="#pop">Popular</a></li> <li><a href="#comm">Comments</a></li> <li><a href="#tagcloud">Topics</a></li> </ul> <div class="inside"> <ul id="pop"> </ul> <ul id="comm"> <li> <img class="thumbnail" src="http://www.gravatar.com/avatar.php?gravatar_id=2d9fdbf9b0ff0835a5d0bdecd06977f9&size=35" alt="" /> <a href="http://careerjolt.net/effort-vs-production-%e2%80%94-getting-people-on-the-correct-page/#comment-3420" title="on Effort vs. Production — Getting People On the Correct Page"> Success Mindset: I Like to read about success mindset.Got your page... </a> <br style="clear:both" /> </li> <li> <img class="thumbnail" src="http://www.gravatar.com/avatar.php?gravatar_id=0490e2e6b8aa592d60b7bfe318b9ff81&size=35" alt="" /> <a href="http://careerjolt.net/kids-and-working-we-need-to-get-to-them-earlier/#comment-1637" title="on Kids and Working: We Need to Get to Them Earlier"> admin: @Scott — Exactly. Everybody wins if this happens. ... </a> <br style="clear:both" /> </li> <li> <img class="thumbnail" src="http://www.gravatar.com/avatar.php?gravatar_id=c17f92550bb9a69dfd1f88217e81126b&size=35" alt="" /> <a href="http://careerjolt.net/kids-and-working-we-need-to-get-to-them-earlier/#comment-1433" title="on Kids and Working: We Need to Get to Them Earlier"> Scott Lovingood: Training our children to understand what it takes ... </a> <br style="clear:both" /> </li> <li> <img class="thumbnail" src="http://www.gravatar.com/avatar.php?gravatar_id=0490e2e6b8aa592d60b7bfe318b9ff81&size=35" alt="" /> <a href="http://careerjolt.net/for-zen-habits-readerssome-afterthoughts/#comment-787" title="on For Zen Habits Readers...Some Afterthoughts"> admin: Hi Alza, Sometimes, progress comes very slowly. B... </a> <br style="clear:both" /> </li> <li> <img class="thumbnail" src="http://www.gravatar.com/avatar.php?gravatar_id=49fb7357f0bc11449ce8800cb051c555&size=35" alt="" /> <a href="http://careerjolt.net/for-zen-habits-readerssome-afterthoughts/#comment-783" title="on For Zen Habits Readers...Some Afterthoughts"> alza2: (Why did it take me that much time to reply? 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